...data is acquired, stored, and processed into information. This information can then be used in a variety of ways to help the company, their Management and their employees. This report will review an organisations approach to collecting, storing and using HR data. It covers the reasons why an organisations needs to collect HR data, types of data it collects and how it supports HR, different methods of storing information and their benefit and UK legislation relating to the recording, storage and access to HR data. 1.1. Reasons why organisations collect, store and record data There are many reasons why organisations need to collect data, from ensuring legal requirements are met, providing relevant information in decision making and planning and for health and safety purposes and so on. Data needed to support the organisation’s planning and decision making, is done at 3 levels; strategic, tactical and operational. Strategic information is used at the very top level of management and it is this level that is responsible for all legal requirements such as tax issues and payroll (Martin and Jackson 2005) Tactical information is used by middle management and they use the information gathered from the Operational level to produce reports on performance, absence by department and so on. The lowest level of management or workers implements operational plans and it is this level that collects the data which is used to make information for the strategic and tactical levels such as...
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...|Unit title |Recording, Analysing and Using Human Resources Information | |Level |3[1] | |Credit value |2 | |Unit code |3RAI | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of collecting, storing and using personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision-making to meet...
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...FOUNDATION CHRP CL&D ASSESSMENTRecording, analysing and using HR information (3RAI)3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012Student name: | | CRITERIA | PASS/REFER | COMMENTS | LO1: Understand what data needs to be collected to support HR practices | 1.1 Explain why an organisation needs to collect and record HR data. | | | 1.2 Identify the range of HR data that organisations collect and how this supports HR practice. | | | LO2: Know how HR data should be recorded and stored | 1 2 3.1 Describe different systems for recording and storing HR data and the benefits of each. | | | 3.2 Explain legal requirements relating to the recording, storage, and accessibility of HR data. | | | LO3: Be able to analyse HR data and present findings to inform decision-making | 3.1 Analyse and interpret HR data. | | | 3 4.3 4.4 Present findings in a clear, concise, and meaningful manner to inform decision-making within an organisation. | | | ASSESSMENT OUTCOME | PASS/REFER | | Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor: Date: Tutor’s signature: RECORDING, ANALYSING AND USING HR INFORMATION (3RAI) OriolTrilles CIPD Level 3 Foundation Ealing, Hammersmith and West London College Report: Understand what data needs to be...
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...------------------------------------------------- Name: Joana Sousa Neves ------------------------------------------------- ------------------------------------------------- Centre Name: ICS ------------------------------------------------- ------------------------------------------------- ICS Student Number: 21003765 ------------------------------------------------- ------------------------------------------------- CIPD Student Number: 41687464 ------------------------------------------------- ------------------------------------------------- Qualification Title: Diploma in Human Resource Practice – Foundation Level ------------------------------------------------- Unit Title: Recording, Analysing and Using HR Information ------------------------------------------------- Unit Code: 3RAI02 ------------------------------------------------- Assignment Number: 40552/02 ------------------------------------------------- Candidate declaration: ------------------------------------------------- ‘I confirm that the work/evidence presented for assessment is my own unaided work.’ ------------------------------------------------- ------------------------------------------------- I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure...
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...CIPD Unit of Assessment – 09003 Unit title | Recording, analysing and using human resource information | Level | 3 | Credit value | 3 | Unit code | 09003 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To enable the learner to record, analyse and use accurate records relating to human resources and understand the legal implications of record keeping | Unit abstract The overall focus of this core unit is to develop the learner’s understanding of the important contribution which accurate data, whether stored manually or electronically, can make to the HR function. The legal implications of storing personnel data are also addressed. The unit will enable the learner to record data and interpret, analyse and present information clearly and accurately in an appropriate format to support the HR function in decision-making in order to meet organisation-wide objectives. The unit content is intended to span the remit of data management for all areas of the HR function including but not limited to human resource planning, performance management, absence management, recruitment and selection and disciplinary and grievance procedures. A separate unit is available for data management relating to learning and development. This unit is suitable for persons who: * are working in human resources in an administrative capacity * have responsibility for data management relating to individuals within an organisation...
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...CIPD Unit of Assessment – 09003 Unit title | Recording, analysing and using human resource information | Level | 3 | Credit value | 3 | Unit code | 09003 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To enable the learner to record, analyse and use accurate records relating to human resources and understand the legal implications of record keeping | Unit abstract The overall focus of this core unit is to develop the learner’s understanding of the important contribution which accurate data, whether stored manually or electronically, can make to the HR function. The legal implications of storing personnel data are also addressed. The unit will enable the learner to record data and interpret, analyse and present information clearly and accurately in an appropriate format to support the HR function in decision-making in order to meet organisation-wide objectives. The unit content is intended to span the remit of data management for all areas of the HR function including but not limited to human resource planning, performance management, absence management, recruitment and selection and disciplinary and grievance procedures. A separate unit is available for data management relating to learning and development. This unit is suitable for persons who: * are working in human resources in an administrative capacity * have responsibility for data management relating to individuals within an organisation...
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...able to retrieve information whenever it is needed. Every organisation should keep accurate records and information on their employees in order to be able to use this information for planning ahead for the business. Organisations also need data as a legal requirement. HR data collection enables an organisation to measure against it supporting workforce planning, monitoring progress and development, developing initiatives for generic cases. It identifies and analyses information to aid the organisation in making ultimate decisions both beneficial to the organisation and its employees. 1) Comply with legislative and regulatory requirements regarding equal opportunities, equal pay audits, recruitment, assessing skills balance, absence recording. 2) Monitor training and performance for employees, assessing each individual employee for productivity and identifying training needs. That means assessing the productivity within the business. Being well informed about the workforce is the key to aim the ultimate goal of the organisation. Data collection enables the management team to make informed decisions about future activity. 1.2 Identify the range of HR data that organisations collect and how this supports HR practice Collecting and analysing data can support HR practices to meet the goals and objectives of the organisation. It can assist with: * Identifying any patterns or trends in relation to staff absence. This helps human resources to manage the attendance...
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...CIPD HR ASSESSMENT Core Module |Title of unit/s |Recording, Analysing and Using Human Resources Information | |Unit No/s |3RAI (HR) | |Level |Foundation | |Credit value |2 | |Assessment method |Written | |Learning outcomes: | | | |Understand what data needs to be collected to support HR practices. | |Know how HR data should be recorded, managed and stored. | |Be able to analyse HR information and present findings to inform decision-making. | |Both activities should be completed. ...
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...Recording, Analysing and Using Human Resources Information Activity 1 There are a number of reasons why we, as an HR team, collect different types of data. One of them is: meeting legal requirements. In order to satisfy legal obligations we collect such information as contract arrangements, employees’ duties, payments, working hours, holiday entitlements, bonuses, as well as documents relating to health and safety. It is important for the organization to timely provide accurate and valid data in order to avoid fees or other sanctions for the Inspections that can check any data regarding individual employees. Another reason for HR data collection is: providing the organization with information for decisions making. By analysing HR data we not only help our Members to understand how the organization is currently performing, what are the characteristics of its workforce and the effectiveness of its people policies, but also enable them to make and drive different people-based decisions and initiatives. Through effective management of individual employee records we identify trends in staff turnover, learning and development needs, recruitment and workforce planning helping our leaders to predict different situations. HR data collection and analysis enable us, as HR professionals, to speak to senior management in the language of business and support our role as a strategic partner by providing the data for strategic decision-making. We collect different types of HR...
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...Recording Analysing and using HR Information – Activity 2 2 Reasons why organisations need to collect HR Data One main reason organisations need to collect HR data is to comply with legal or industry requirements. For example, to show that an employee has the right to work in the UK, we would need to hold evidence of a passport, residence permit or work visa. Also, if an employee was dismissed from the business and made a claim the company would need to hold accurate disciplinary records and any investigation notes in order to defend the claim. Organisations also need to collect HR data in order to supply information to the business. For instance, keeping accurate training records can help with succession planning within the Firm. Also, collecting and holding accurate records such as policies, management structures and staff handbooks can be useful for employees to refer back to in order to ensure that they are conducting themselves in the way the business expects. 2 types of Data to be collected and how they support HR One type of data to be collected is absence records, particularly sickness records, this can enable the human resources team to monitor staff sickness in order to identify any patterns. By keeping a record of sickness this can help when implementing a new sickness policy including sickness triggers. This can also help to improve the moral of the workforce by alerting the line managers of a particular sickness pattern, they can then discuss the...
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...Victoria Clark Recording, Analysing and using HR information. Activity A Deliver information on Data management. Reasons why Organisations need to collect HR data.Organisations need data as a point of reference or to be able to retrieve information whenever it is needed. For example, each organisation has to keep accurate records or information of their employees in order to be able to use this information for planning ahead for the business. Also accurate records of employees are kept in order to help the organisation make precise decisions whenever queries arise in relation to each employee on a case by case basis.Organisations also need data as a legal requirement. For instance, in order to be able to make accurate tax returns to the government then the organisation will need to store certain data for each employee. Also for payroll purposes personal details of employees need to be kept. Other reasons organisations keep data is to make it available to employees such information like the organisation structure, company policy and the HR Handbook which is may be useful as a point of reference for employees as well.Types of data to be collected: 1, Contact details: The contact details for each employee especially home addresses. This is essential if correspondence need to be sent out to each employee, such as contracts, pay slips, pensions or leave information. It is important for each employee to receive the appropriate communication and not to be ignored 2, Sickness...
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...3 RAI – Recording, Analysing and Using HR Information Level 3 CIPD Foundation Certificate in Human Resources Management Student: Kevin Bickle Tutor: Margaret Lawson Word Count 636 Date Submitted 23rd February 2016 Contents Page 1. Purpose 2. Background 3. Current Status 4. Key Considerations 5. Options 6. Conclusions and Recommendations Activity 1 1. Purpose The purpose of this briefing is to inform the Director about a review of Brenikov’s approach to collecting, storing and using HR data. 2. Background The review was requested by the HR Director joining Brenikovs to ensure that it’s compliant with The Data Protection Act 1998 and The Freedom of Information Act 2000, the two main pieces of UK legislation covering the collecting, storage and use of data in the UK. 3. Current Status Currently the Freedom of Information Act does not apply to Brenikovs as it’s not publicly funded. Brenikov Training does need to ensure compliance with The Data Protection Act as it currently collects HR Data to assist with strategic planning and to ensure compliance with legislation (Rights to Work). Brenikovs currently collects and analyses data on employee absence to identify any trends and allow the HR team to actively put in place working practices to minimise disruption. It also collects data on DBS checks as part of the recruitment procedures to ensure compliance with safeguarding and child protection legislation. 4. Key Considerations The information Brenikovs collects...
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...Recording, Analysing and using HR information Activity 1 H&J Martin Ltd aims to support employees to undertake relevant training/education which will develop the performance of an individual in their current role, enhance their contribution to the business and increase the overall capability of the organisation. When an employee commences employment with H&J Martin they attend induction training with the Human Resources Department. This training will give the employee background information about the company, provide information on company policies/procedures and immediate training needs will be identified through comparison of the employees current training level and the requirements for the role the employee is to fill. The nature of our business makes it imperative that we have well trained staff that know how to use tools and machinery and are well within Health and Safety at work Law as we have a duty of care for all staff. Collecting all Learning and Developmental information enables us to make informed decisions about activities and helps in the ongoing planning for training. We have an operational need to keep accurate and up-to-date records of staff and learning opportunities that they undertake. We need to keep certain information on our employees to carry out our day to day operations, to meet our objectives and to comply with legal obligations. Two types of L&D data in particular we would store are Performance Appraisal Records and ongoing individual...
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...COLLECT, HOW THIS SUPPORT HR PRACTICE? 2 HOW HR DATA SHOULD BE RECORDED AND STORED? 3.3 DIFFERENT METHODS FOR RECORDING AND STORING HR DATA. 3.4 LEGAL REQUIREMENTS RELATING TO THE RECORDING, STORAGE AND ACCESSIBILITY OF DATA. 3 ANALYSE HR DATA AND PRESENT FINDINGS TO INFORM DECISION-MAKING. 4.5 ANALYSE AND INTERPRET HR DATA. 4.6 PRESENT FINDINGS IN CLEAR, MEANINGFUL MANNER TO INFORM DECISION-MAKING. INTRODUCTION The aim is to prepare a briefing for the new HR Director, who has requested the review of the organisation’s approach to collecting, storing, and using HR data. In the first two sections (1 and 2), I will explain what type of data is collected and what is the reason behind it. In the last part (3) I will present report and short analyses of the data available at my organisation. FINDINGS 1.1 WHY ORGANISATIONS NEEDS TO COLLECT AND RECORD DATA? Organisations needs to collect data about their employees to comply with legal and industry requirements such as Data Protection Act (1998), Freedom of Information Act (2000), Health and Social Care Act (2008) or Equality and Diversity Act (2010). Data is collected to enable HR effectively and appropriately proceed with personnel administration and to support broad HR strategies. HR needs to collect basic data for the purpose of: * Recording (payroll, pensions, benefits) * Planning (development, training, budget) * Measuring and monitoring (appraisals...
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...Recording, Analysing and Using Human Resources Information Why an organisation needs to collect and record HR Data Organizations needs to collect HR data for a number of reasons, this can include but is not limited to: 1. Compliance; with legal or industry requirements. For example, organizations are required to keep a copy of an employee’s documents such as a passport to prove that an employee is eligible to work in that particular country. 2. Administration: A system needs to be in place to be able to store information about your employees to enable you to communicate with them, run payroll etc. Almost all organizations will collect this sort of data in one form or another, (paper based or electronic). The real value for collecting data on employees is to enable HR teams to analyse the data, make predictions based on the analysis and ultimately take the relevant action. Different types of Data collected by HR There are many types of data collected by HR, these can include but again is not limited to: 1. Absence Data; this would be collected to determine the below: Are there any employees that have taken an excessive number of sick days? Who are they? Does this require any intervention? How many days holiday has an employee taken? How many have they got remaining? Do they have enough holidays left to cover their latest request for leave? Is there likely to be a backlog of holiday requests towards the end of the year? 2. Recruitment; this would be collected to...
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